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Hotline Calls

Real Questions From
The USource® HR Hotline

Termination - We
plan to terminate an employee at the end of the day. Do we have to
give them their final paycheck at the termination discussion?
In general, state law dictates what is... Read more

Part-Time HR Person - HR is only one of several
hats I wear here at First State. How can I possibly keep up on all
the latest changes in state and federal employment law? USource
provides training for you through our... Read more

Compliance - Right now I'm in compliance with
banking regulations. But what about state and federal employment
laws? We ensure that your employee manual... Read more

Disciplinary Meeting - I've been asked to talk
to a teller who often arrives late and takes personal calls while
at work. But I've never held a meeting like this. The first
step you must take... Read more

Leaves of Absence - Our data entry person has
asked for a leave of absence to deal with a serious family issue.
What are his rights, and how do I administer a leave? We will
provide you... Read more

Wage and Hour Laws - Do I have to give my
employees a lunch break if they only work seven hours? Federal
law does not require... Read more

Answers to Your Hotline Questions

Termination

Q. We plan to terminate an employee at the end
of the day. Do we have to give them their final paycheck at the
termination discussion?

A.In general, state law dictates what is
required in this situation. For example, North Dakota employers
must pay discharged employees within 15 days of separation or on
the next regular payday, whichever comes first. Any accrued and
unused vacation time that has been promised the employee should
also be paid at termination.

Q. HR is only one of several hats I wear here
at First State. How can I possibly keep up on all the latest
changes in state and federal employment law?

A.USource provides training for you
through our quarterly seminars and newsletter. We send Alerts out
via e-mail if a change requires your immediate attention with our
suggested action. We also update your employee manual as needed or
requested. And we are available through e-mail and via our Hotline
for any questions you may have.

Q. I've been asked to talk to a teller who
often arrives late and takes personal calls while at work. But I've
never held a meeting like this.

A.The first step you must take is to
prepare for the meeting. Gather your facts including documentation
of the number of times the teller has been tardy and by how much,
and an estimate or an example of personal phones calls. It is
important that the employee understands that his or her behavior
must improve or they will be subject to further disciplinary
actions.

Q. Our data entry person has asked for a leave
of absence to deal with a serious family issue. What are his
rights, and how do I administer a leave?

A.We will provide you with recommended
leave policies for your handbook. For example, the employee may
have rights under state specific statutes, or, if you have more
than 50 employees in a 75-mile radius, the employee may have rights
under the Family Medical Leave Act. As always, call the Hotline for
help interpreting the policies or laws for your specific
situation.

Q. Do I have to give my employees a lunch break
if they only work seven hours?

A.Federal law does not require that you
give employees paid or unpaid rest or meal breaks. However, several
states have some type of rest or meal break requirement, so it
depends on what state you are located in. For example, in
Minnesota, employers must permit employees who work eight hours or
more "sufficient time to eat a meal." So, at least in Minnesota,
you are not required to give an employee who only works seven hours
a lunch break.